The Aspiring Assistant Principal Institute (AAPI) leadership development program, managed by the School Leader Pipeline Team of the Department of Principal Quality (DPQ), has continued to support and develop aspiring assistant principals through focused education and training. In partnership with Teach Plus, this initiative has proven to be a crucial step in cultivating capable participants in the school leader pipeline who are on the journey towards school leadership.
Tier 3 (AAPI T3) is an intensive year-long professional development program that includes monthly professional learning sessions, 1:1 leadership coaching, and the planning, implementation and monitoring of a change project that impacts student achievement while leading adults. Participants must work with their respective principals and have access to lead adult teams and build capacity and instructional practice. Participants complete phases of program selection (including an interview) to be considered for this small cohort of aspiring assistant principals who exemplify the leadership skills, passion and readiness to move into the assistant principal role upon completion of the AAPI program.
Tier 3 Focus:
- Building leadership skills through implementing change to increase school improvement
- Applying distributive leadership practices
- Utilize systems and practices of school leadership
Objective: Plan, implement, and progress monitor an equitable and transformative response to a problem of practice to institute change in their school community through a change project; Initiate and execute adult learning experiences, and leverage their leadership identity to influence school-wide decision making through distributive leadership opportunities to be AP ready after program completion.
Potential PD Sessions/Offerings:
- AAPI Orientation and Framing, Expectations, AP Panel and Resume Review
- Systems Thinking & Backwards Planning Problem Solving
- Vision/Goal Setting & Action Planning for Cycles of Inquiry
- Coaching for Capacity & Leading Adult Learning ******Observational Module
- Planning for Resistance, Crucial Conversations & Common Team Dysfunctions
- Stakeholder & Community Engagement
- Progress Monitoring & Implementation Challenges
- Unconscious Bias, “Culture of Nice,” & Culturally Responsive Leadership (Equity in Education & Coaching Teachers)
- Strategic Planning and Resource Allocations/Budget
- AP Panel: 1st Year Reflection
- Sustaining & Systematizing Change through Distributed Leadership
- Change Project Showcase
